Maybe job advertisers don't want to verify, maybe it's too much hassle, maybe it costs so much to verify that you need to charge too much for listings, maybe verified listings don't scale.

It's all fine to ask what-ifs like this, but since this is obviously the good thing, you need to come with a strategy for how you'll actually achieve it.

A job being “verified” doesn’t solve the main problem post around 2023. Every single job opening gets hundreds of openings within the first day of it being opened.

If you are looking for a job as any type of generic developer - full stack, front end, mobile, back end, it’s almost impossible to stand out from the crowd. No, “I reversed a btree on the whiteboard to get into big tech as a mid level developer” doesn’t make you special.

If you do have a specialized set of skills that allows you to stand out from the crowd, you still shouldn’t be randomly spamming job boards and you should be able to sell yourself to someone at the company.

My personal anecdote. In my specialty - AWS + app dev + leading strategic initiatives, I’m very well credentialed (trust me on this) and in a certain niche of AWS, I was considered one of the industry experts at the time (again trust me).

But when randomly spamming job boards on a lark in 2023, I heard nothing.

That was always a plan B while I was waiting for what ended up being three offers via my network and one by reaching out to a company who specialized in my niche of AWS.

I’m not bragging, I am old. I should have a network and credentials.

The way I'd design a job board is require the applicant to escrow X and the job poster to escrow Y*X. Y is is the trust ratio. Given a bad experience, either the side can 'burn' the other and send both escrowed amounts to charity. An okay trust ratio might be 10, meaning they'll give you 10:1 burn ratio. A good one might be 100 or 1000. At that point they are essentially handing you a big stick to beat them with if they misbehave.

This would entirely eliminate spam and ghost jobs - suddenly everyone would be magically really responsive and polite.

When you are a jobseeker, yes, you don't want to apply for job post that is destined for internal transfer.

When you are someone who is in the process of internal transfer, you want this JD has many applicants to prove to the government that this roles has applicants but they are not as strong as the one being transferred.

When you are the hiring manager, you want the process to be finished quickly, whether it is the internal transfer you like, or hiring externally.

This so called verified board stop the transfer from happening.

If you are the outside applicants, great. If you are the one being internal transfer, you want to burn this board.

For record, I have been both side of the picture. Transferred to Singapore and now looking for job, and also as a hiring manager. So I know the pain from all angle.

The poster has an account? No

The poster has confirmed an email address? No

The poster has a confirmed email address that is associable to the business? Maybe

The poster has a confirmed email address that is associable to the business and their name is verifiable as HR/Hiring Manager/Someone in a legitimate position to post this offer? Sure

[0] https://jobsearchplatform.ilr.cornell.edu/

While we are focused specifically on technical roles in AI startups, and we don't "verify" per se, we do enrich jobs data with investor-grade intelligence on the startups themselves, so you can see which companies have legitimate backing.

I built a mobile app dev team in fintech years ago. I remember one person was literally selling their house and moving and was looking for a job. Call it luck, serendipitous, what you will, but the "connection" was made at the right time, right place.

How do we solve that problem more effectively? Cuz right now it's a roll of the dice, constant linkedin messages, etc.

what are you offering to candidates - a better interview experience (been tried before etc, those companies closed)

you want to solve a problem, however you are trying solve the problem at a wrong abstraction level -

the problem with the tech market hiring is a coordination problem

On the one hand, applicants are applicant who cannot find a job through people they know and the companies are companies who cannot find candidates through people they know Good jobs and good employees come through relationships and you cannot automate relationships.

Relationships are hard. Good luck.

Another site I like is cord.com, which seems to prioritise companies where recruiters are active on that website, I've had a good experience with that one as well, as you get to chat with an actual recruiter in a matter of hours or days.

Everyone likes to pretend this and that, "I wouldn't do it", "what problem do you solve", etc. I've published many jobs and they all come like hyenas fighting over scraps.

Don't listen to them, just build the thing; they'll use it, they need the bread, lmao.